The millennials’ battle continues as the “Cowboy Generation” proceeds to uphold their solid structural approaches. The Gen Xers and Y’s stand firm on their individualistic approach to work and life. This approach results in the ‘command and control’ management style, looking up to managers as burden carriers and expecting career planning from top management.
Leaders worldwide are attempting to leverage the millennial workforce’s competencies and harness their strengths for their organizations’ greater good.
Here are the key differences between the different generations.
Dictatorship versus Active Leadership
For some in the older generation, it is a natural tendency to approach leadership as a dictator because it adds value to the rank you carry in the organization.
Often, this approach leaves employees thinking their presence in the organization means anything. It stops them from becoming high performers.
When this fear-based approach is left unchecked, workers will make bad choices and do something that will negatively affect the organization and management, hindering its performance.
This leadership angers the millennials because they want to be trustworthy and build the organization’s reputation together.
Active leadership, leadership, where there are freedom and empowerment to make decisions and see progress firsthand, is the ultimate want and need for millennials.
Millennials tend to look for more cross functional collaboration.
Creativity, developing from free-flowing ideas, erupts and builds something they cannot imagine on their own.
On the other hand, their predecessors focus on working individualistically without disturbing each other.
As a rule, millennials want to go the extra mile together. Leverage this approach throughout your business to build a stronger and more effective organization.
Work: Income = Personal Growth
Baby boomers faced quite many challenges with previous recessions. As a result, money is a critical motivator, even at the expense of work-life balance.
In contrast to past generations, the millennial generation has a mindset toward capital and saving. They are concerned that they will be unable to achieve their financial objectives, such as purchasing a home, repaying student loan debt, or preparing for retirement. Hence, Millennials are most likely to value an investing philosophy that benefits both themselves and the environment. They want to grow their income and themselves so that they can enjoy the moments of living and valuing themselves accordingly.
Place and Effect
The Gen X’s and Y’s have this mindset that they will only be known and recognized by achieving the highest positions.
But for the millennials, there’s a difference.
The millennials want to be recognized and valued too, but how?
They want their influence to be known through networks and communities rather than in the workplace. Being that as it may, they feel that they benefit from that way more because it’s pride and passion that drive them. Wanting to show the world how they are making a difference and creating value for the community gives them a sense of belonging.
Millennials may have made some sacrifices during the downturn, but their ambition and self-worth have not dwindled. This generation will soon make up the bulk of the population, and they will be looking for bosses who follow through with their commitments.
Are you prepared for the millennial generation to reshape the workplace?